Download pdf - Top 10 bad hr practices

HR Practices

Top 10 Bad

Copyright 2013 | Saigun Technologies Pvt. Ltd.

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Introduction

“Everybody talks about practicing the best HR practices, which is a good start but pretty useless if bad practices continue to persist.”

So what are the

which need to be eliminated?

TOP 10

BAD HR PRACTICES

01. Employee Had No Access To Personal Data


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Employee

Employee Data

Contains: Leave records Salary data Attendance records Training details Promotion details

Cannot make out if decisions are based on

correct information

Negative effect on employee-employer

relationship

Creates suspicion

RESULT:

?


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02. Lack Of Clarity On Deliverables

Employee Immediate Boss

Please Define the Job

Deliverables

Employee Immediate Boss

Well? How

am I to know?

Lack of: o Focus

o Interest o Accountability


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04. Employee Development Without His/Her Involvement

Employee A Training Manager

No opportunity given to employees to project their development needs

Employee B

Bad communication skills

Decent communication skills

Employee C

Excellent communication skills

We’re organizing a workshop to develop your

Communication skills.

B and C, you’re to go. A and B, you’ll attend a workshop on Analytics

later this month.

Excellent analyst

Not an analyst

Average analyst

THIS LEADS TO – Unplanned employee development and wasteful effort, both in terms of time and money.

But…

That’s final.


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05. Rusting of Talent

Job becomes routine and monotonous

Job is interesting

again

Without change in

position

With change in

position

2-3 Years in a Position Faces new challenges

Contributes & Innovates

No Change

Change in Position or Location

06. Non-Performers Lobby


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Non-Performers Lobby

Non-Performing Employees

Non-Performing Managers

Professional, competent, high-energy employees

reviews

Stay in the company and form

High Attrition


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07. Retaining Performers

Important Vital

Getting rid of non-performers Identifying, developing and retaining performers

If your best performers are lured away by

the competition, reward schemes

will prove in adequate

Prepared to receive and analyze objective feedback?

o Individual opinions on quality of leadership

o Know their engagement level

o Understand the hindrances that effect their

performance and satisfaction

08. Lack Of Feedback


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Management

Employees

Increased productivity and less disharmony

Decreased productivity and increased disharmony


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09. Line Manager, not a People Manager

Line Manager

Operations Management

People Management Who’s to blame if they fail to perform this one?

They perform this function

BUT

HR needs to institutionalize a system that ensures that team managers

are trained on people management prior to appointment

10. Technophobia


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Veteran Employee/Manager

Technology is too complicated!

Refuse to acknowledge:

o Technology can empower HR

o Provides timely, accurate & quality

information to aid in decision-

making

Exposure to SaaS will demonstrate that

there is no need for:

Elaborate hardware platforms

Software expertise

They feel that:

o Fresh IT staff will be required to

manage computer based systems

Thank You


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